The traditional way of doing employee performance reviews can be cumbersome. It requires a lot of time, research and work, to evaluate just one employee.
There is a traditional way of going about it, which I will get into in just a sec, but just know the next wave of feedback tools and HR tech will allow things like evaluations to be faster more precise and easier to manage than ever before
The rise of technology (and software) in the 21st Century has made waves in different industries and is just now reaching the HR tech sector. Companies will be able to do more, in less time, and have performance metrics at their hands. Though employee evaluations will always be there, it is vital that we optimize the processes and review software.
Here are some basics for conducting employee evaluations and properly evaluating your staff.
How To Evaluate Employees
Before anything, it’s worth noting that one of the downfalls and employee evaluations is using them to point out flaws that some employees may have.
Though it’s not proper to negate these flaws, it’s worth emphasizing the pros more than the cons.
To evaluate employees properly, you must have goals and standards to meet. Having key performance indicators per individual will allow your company to find out what are some of the strategies that are being used to improving individuals performance, and can also be used as the benchmark for an individual’s performance throughout the year.
Sure, when you set those performance standards are able to see if the employee is able to meet them but if you check them constantly you’ll be able to pivot their goals for and tailor them towards their strength.
Frankly, if you’re looking to evaluate employees simpler. Quantify their goals and make sure that it aligns with their strengths in order to get the best out of people.
It is the way some of the best startups and small to midsize businesses continue growing within their field.
When you get to the performance review or employee evaluation, it should be a mere rundown of the person’s past accomplishments, pitfalls, and any validated learnings.
You both should be able to learn from the experience and use the data collected, if any, for further reviews in order to continue moving in the right direction.
The action plan that is set from employee evaluations will usually help determine a promotion, salary increase, or a position change. So if you are an employee, make sure to have your facts and research. Managers, if you collect the right data and you’re measuring all the right things you’ll be able to put the best people in the best positions in order to make you and your company succeed.
The Unofficial Rules Of An Employee Review
Conducting an evaluation is just as difficult as a job interview. It puts a lot of stress on both the manager and the employee.
It is natural to have developed a close bond with your colleagues, it is your job to be extremely formal and put the business before the friendship for this one meeting.
The best way to go about it is just to be entirely factual and transparent. Of course, It is a lot easier to be transparent when the company has a flat hierarchy but that’s just not the case with most companies as they have the traditional style leadership.
So for companies with a traditional style leadership, the best you can do is be as honest as you can. Let employees know that their work matters and the reason that any decision is being made in the future around them good or bad is based on their work.
One of the most despicable things that I’ve seen is companies that choose to underpay key staff members and say negative things during their evaluations just to save a dollar. If money is the lifeblood of a company, the people are its oxygen and if you’re not treating them right that it is only a matter of time before things go awry.
Here are some pointers for doing performance reviews/ employee evaluations:
- Be direct and be completely honest
- Evaluate the person’s work instead of their personality
- Give realistic deadlines to their work
- Set the right goals and standards for all the staff members
- And actually listen to what they’re saying they might a great innovative idea
As long as you stick to it you should be just fine, make sure to take notes and there’s no such thing as a perfect evaluation. Just make sure you’re respectful and that you’re taking notes of any points that are made.
There are some companies opt to do month-to-month evaluations to get a pulse of what’s going on from an employee standpoint.
That is absolutely fine except that it got quite cumbersome as departments continue to grow. The last thing a manager wants to do is spend 30 minutes a month, per individual, evaluating 100 employees.
So use this methodology at a smaller scale if you all for one-on-one monthly meetings and make sure that the person that is handling these meetings are completely unbiased and have high emotional intelligence.
Choosing The Right Words For A Review
The last points I will make is to make sure that you are using the appropriate lingo for employee evaluations. I’m not saying that you should get extra corporate for a meeting with a colleague, make sure you are using the right terms when addressing a situation.
I’m not saying that you should get extra corporate for a meeting with a colleague, just make sure you are using the right terms when addressing a situation and an individual’s behavior. Remember, no matter what their threshold for unfiltered feedback may be, people still have feelings.
Here are some phrases to use during an evaluation or a performance review:
Neuroscience proves that the way you format your sentences when talking to people as well as talking to yourself triggers a response in both people’s brains.
In other words, if you’re able to format feedback better during an evaluation you can easily boost employee confidence. So instead of telling people that they’re late all the time, tell them that they could work on their punctuality.
If they are great other job but are two themselves, so to speak, let them know that it’s okay to be a bit more enthusiastic about their work.
You can format questions answers responses and even feedback to be positive. Personally, it has taken me a while to get used to, but I have seen the benefits of getting people honest and “positively-worded” feedback.
It may be a daunting task wanting to be politically correct during these meetings you don’t want to hurt anyone’s feelings and you want to be honest, it may sound like a conundrum but if the person that is in charge of the review that’s a good head on their shoulders, the people will usually trust him or her.
Tips On Conducting Employee Reviews?
If you need more help, feel free to contact us and we’ll get you a continuous feedback tool that will make it breeze. More importantly, if you have questions or comments just let us know.